Emotional intelligence and conflict managment
Emotional intelligence and conflict managment An international ERASMUS+ Training course
Publisher Association for volunteerism Volonterski Centar Skopje and FAYO Foundation
Trainers Vasko Joshevski Vafire Muharemi Goran Galabof
Design Camille Labbaye
Photos Stefanija Stefanoska
WARNING
NOTE! The booklet ‘Emotional intelligence and conflict management is result of the project ‘Get Updated: Project for Professional Development of Youth Workers. The project was realized in two stages. One TC in London about emotional intelligence. Second stage was a TC about conflict management and communication in Struga, R.N Macedonia. In this booklet are included part of the methods and activities on the TC.
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THANKS TO...
THANKS TO... The project «Get Updated: Project for Professional Development of Youth Workers» was realized with the support from the Erasmus + Programme, the British Council and Ecorys UK. Also, this project and its results would not be possible without the work and efforts of Fayo Foundation, as the lead applicant of the project, and the Association for Volunteerism Volonterski Centar Skopje. Also we would like to render thanks our partners : Associazione Attiva-Mente from Italy, Bulgarian Youth Association from Bulgaria, Asociata Young Europe Society from Romania, Semper Avanti from Poland, Media Terra Nea Astiki Mi Kerdoskopiki Etairia from Greece, Asociacion Mundus –Un Mundo A Tus Pies from Spain, Hang-Kep Kulturalis Egyesulet from Hungary, NaturKultur e. V. – Zweigstelle Bremen from Germany, Puntland Diaspora Forum from Sweden, Horusocod from Norway, Udug Association from Ireland, Maahanmuuttajien työ, koulutus ja kulttuuri ry from Finland, and Mladi za Marof from Croatia.
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CONTENT
CONTENT
PROJECT SUMMARY & OBECTIVES p8
p10
LEARNING OUTCOMES
WORKSHOPS
p24
p12
ANNEXS
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PROJECT SUMMARY & OBJECTIVES
1/ PROJECT SUMMARY AND OBJECTIVES
ABOUT THE PROJECT
In order to ensure high quality of youth activities, it is essential to provide youth workers opportunities for professional development. The project ‘Get Updated: Project for Professional Development of Youth Workers’ aims at improving the capacities of youth workers in the following key areas – emotional intelligence, conflict management and communication – enhancing in this way the competencies that youth workers need to have in order to be able to adequately respond to the needs and interests of young people and fully support their development and active participation in the society. By empowering youth workers, the project will contribute to developing the quality of activities delivered by youth organizations and quality of support systems for youth activities.
PROJECT OBJECTIVES
Reflecting on necessary competencies of youth workers in the areas of emotional intelligence, conflict management and communication; Experiencing methods and techniques to increase competencies in the areas of emotional intelligence, conflict management and communication; Supporting participants in mastering experienced techniques and methods and transferring these methods and techniques to their work with young people, including young people with fewer opportunities; Exploring online tools and resources available for professional development of youth workers; Promoting the exchange of good practices in the area of professional development of youth workers; Providing space to work on development of new ideas addressing the need of professional development of youth work with support of the Erasmus + Programme
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LEARNING OUTCOMES
2/ LEARNING OUTCOMES
o Gain better understanding of themselves of quality of youth work on local, national and and be able to identify their strong sides and international level; sides to be improved; o Increase their knowledge and understano Increase knowledge on key terms, ap- ding of non-formal education, the role and proaches in the areas of emotional intelli- structure of YouthPass. gence, conflict management and communication in framework of youth work; o Develop their communication competencies in foreigner language, especially in Englio Get to know methods and techniques de- sh, the main communication language of the signed to increase competencies in the key project; three areas and be able to transfer these methods and techniques to their work with o Develop their intercultural competencies young people; and learn about cultures of participating countries; o Get to know several online tools and resources supporting professional development o Become more open to work in intercultural of youth team in cooperation with people coming from workers; different countries and cultures; o Raise their knowledge of good practices in o Increase series of ICT skills especially during other participant’s countries related to cove- working on media content (blog posts, video red areas; interviews) and preparation and realization follow up activities; o Strengthen their knowledge of Erasmus + Programme, Key Action 1 and have an oppor- o Increase their sense of initiative and civic entunity to develop new project proposals and gagement; increase their project writing skills; o Become motivated to work on developo Develop competences such as presentation, ment of new project and initiatives, including facilitation, problem solving or working in future projects implemented with support of mixintercultural environment; Erasmus + Programme addressing the need of professional andpersonal development of o Become motivated to work on personal and youth workers; professional development; o Have better knowledge of project manao Become ready to share lessons learned wit- gement of youth projects, of Erasmus + Prohin their networks and work on improvement gramme and its key actions.
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WORKSHOPS
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Workshop n° 1 : BEST BOSS / WORST BOSS A I M
To highlight the connection between our emotions and our everyday performance.
Take two blank flip charts. Write a large heading for each. Chart one: “Best boss” and chart two: “Worst boss.” Place the two flip charts side-by-side and divide each chart into 3 columns with the following 3 headings: Characteristics, Feelings, Actions
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Ask the whole group to brainstorm the characteristics of the “Best Boss”. It can be characteristics of a boss they worked with in the past or characteristics of a boss they wish to work with. Stress that in this case, the term “boss” does not refer to a person that commands in a company exclusively, but it can also refer to any person that has had the role of a leader in different sorts of environments (youth association, school, etc.). Ask the question: What would be the characteristics to describe the “Best Boss”? Encourage everyone in the group to participate and write down their ideas on the “Best Boss” Chart under the characteristics column. Look for Characteristics like: Easygoing, flexible, authentic, open minded, supportive, gives credit for success, cares about my development, respectful, has high integrity, creative, accessible, inspiring, compassionate, sincere, organized….
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Tell the group to move to the other “Worst Boss” chart and now think about the characteristics of the worst boss they ever had or the characteristics of a boss you would not want to work for. Write down their ideas on the “Worst Boss” chart under the characteristics column. Look for: Judgmental, bad communication skills, unavailable, micromanager, inflexible, negative, unapproachable, insensitive, self-centered, controlling, micromanager, indecisive, dishonest, demanding, irresponsible…. Tell the group: Now let’s go back to the “Best Boss”, let’s think of how it would feel like working with this super boss. Imagine it’s the beginning of the week and you’re going to work to find a supportive, energetic, appreciative easygoing boss who listens and cares about your development. Encourage everyone to share their ideas and write them under the “Best Boss” chart under the feelings column and look for: I feel happy, excited, energized, confident, appreciated, respected, motivated, independent, empowered.... encourage them to come up with more thoughts and express more feelings.
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Looking for: inspired, focused, encou- afternoon. What would that cause you raged, grateful, committed…. to do or not do? Try to be as specific as possible. Once everyone finished contributing their ideas, tell them now let’s go back Encourage everyone to join in and share to the other chart the “Worst Boss” chart their ideas and look for things like: and think of how you would feel if you Take as little risk as possible, keep my were working for a manger who is judg- mouth shut in meetings, don’t offer any mental, inflexible, self-centered, micro- ideas or opinions, call in sick, look for manager, clueless, unappreciative, de- another job, try to leave work as early manding, blaming...etc. think of how you as I can, treat internal and external cuswould feel if you had to deal with such a tomers poorly, be defensive...etc. boss on a daily basis. Look for:Frustrated, stressed, stuck and Once the group runs out of ideas and trapped, depressed, annoyed, incompe- you have written them all down under tent, worthless, sneaky, hopeless, nega- the Actions column, tell participants that tive…etc. now let’s move back one final time to the Encourage participants to think of as “Best Boss” Chart and your honest, caring many feeling and emotions they would and supportive boss who constantly gihave if they were in that situation. ves you credit for your effort and appreciates the kind of work you do and cares Staying on the same chart “Worst Boss” about your development. You will most ask participants to imaging they are certainly feel inspired and motivated to going to work on Monday morning and do your best on Monday morning as well they demoralized and experiencing all as Friday afternoon so what does that these negative feelings of being frus- make you want to do or not do? trated, trapped, stressed. Not only on Look for: Work harder, stay late, come Monday, but you continue to feel wor- in early, stay with the company, look for thless, stuck, unproductive, defensive, ways to improve and excel, deliver more, hopeless, abused and stagnant on Tues- volunteer, treat others well, speak well day and Wednesday and even Friday about the company, have a positive atti-
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tude...etc. Once the group has finished listing their high-performance actions they would do or not do on the “Best Boss” chart and you listed them on the last column (Actions), congratulate them and highlight that they have just made the case for why emotional intelligence is so important in the workplace. I N S T R U C T I O N S
Ask: So, what did we learn from this activity? Encourage everyone to participate and share their thoughts about what they learned from the activity. Thank them for their ideas. Look for: It’s important to recognize from this activity that, other people’s behavior can definitely influence your feelings. Another lesson we can learn from this activity is that the way you feel influences your performance. Elaborate further: From the discussions in the activity it was very clear that emotions and feelings do affect our performance. In fact, if you think about your own energy and motivation level, you’ll recognize that, whether at home or at work, certain moods often dictate your pace, enthusiasm, and interactions with others. Nothing motivates us to clean the house or cook quite as much as the
anticipated arrival of a welcome guest. What may have seemed like a chore in one state of mind suddenly becomes fun in another. The same holds true at work. If I’m feeling overwhelmed or defeated, a simple task may seem insurmountable. When my mood is lighter, I can breeze through the same task and even much more difficult ones without even noticing. A third lesson we can pick from the activity if we take the first two lessons a step further, is that behaviors, especially those of the leader, will have a direct effect on performance. Work performance on and beyond the job is directly affected by loyalty to one’s supervisor. Employees often don’t leave companies, they leave bosses. Bosses with high intellect and advanced emotional intelligence open up an avenue of success for their teams and their companies by attracting and keeping the most talented employees. Make the point: To boil it all down to one statement: emotional intelligence is highly correlated with performance, and since we are all in the business of performance improvement, we all need to focus on emotional intelligence.
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Workshop n° 2 : DISCUSSING CHALLENGES AND SIGNS OF LOW EMOTIONAL INTELLIGENCE A I M
- To identify the challenges that the participants face in their work and working environments with regard to recognizing, understanding, expressing and managing one’s own and the emotions of others - To identify signs of low emotional intelligence at the work place.
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65 minutes
1. If she doesn’t even notice the moodiness, ignores the employee, exacerbates the bad mood, or criticizes the employee and tells them to “snap out of it,” she probably has low EI/EQ. If, on the other hand, she notices that something’s up, offers her employee compassion and Divide the participants in 6 groups, and understanding, and tries to cheer the give each group a task to discuss one of employee up or distract them from their the following questions: woes, that’s a great indicator that she 1. Can an upset colleague find a has high EI/EQ. compassionate ear? 2. Do people listen to each other 2. Unfortunately, not all meetings in meetings? are positive and productive; sometimes 3. Do people express themselves meetings can devolve into everyone talkopenly? ing at once, no one offering any input at 4. Are changes accepted well? all, or-worst of all-shouting and heated 5. Do people have the freedom to arguments. be creative? If an employee contributes to any of the 6. Do people meet out of work above in a meeting, he is displaying low time? emotional intelligence. If he allows others to have their say, listens attentively and After they finish their discussion, in a refrains from interrupting others, and plenary discussion, each group shares gently but effectively keeps everyone on the key points of their discussion that task, he is probably high in EI/EQ. they had in their groups. Conclusions to which discussing each question can be 3. A person who is comfortable directed can be: speaking up about things that are imporExplain to the participants that they will discuss about what challenges they face in their work environment with regard to recognizing, understanding, expressing and managing their and the emotions of others.
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4. If a workplace is generally high in emotional intelligence, it likely handles change well. Change initiatives are probably taken seriously and carried out in earnest. On the flip side, workplaces with low emotional intelligence are resistant to change, fail to put in the effort necessary to make change initiatives succeed, or even actively sabotage them. Additionally, poorly though-out initiatives indicate that the management team is low in EI/ EQ and does not understand how their proposed changes will affect their employees.
derstanding the value of creativity and the need employees have to be imaginative and invested in their work is a hallmark of low EI. 6. Finally, a good sign of emotional intelligence in the workplace is when organization members meet outside of the workplace. Organizations where employees enjoy happy hours, having lunch together, or other social activities indicates that there is a high level of EI/ EQ present. Workplaces that don’t feature such strong bonds and those in which employees do not spend any non-working time together are likely low in EI/EQ. When people are emotionally intelligent, they tend to get along and see the value in investing their time and energy into workplace relationships, but people low in EI/EQ are generally not interested in building quality relationships with their peers.
5. Workplaces that make their employees stick to strict policies and procedures (again, when there is no need for such strictness) are low in EI/EQ. Not un-
These challenges can be addressed in upcoming workshops in a training course, serving as a basis on which the training course can be built on.
tant, and is just as comfortable listening to others talk about their own opinions, is showing high workplace EI/EQ. She is probably also adept at expressing her own emotions in an appropriate way and accepting of others who express their own emotions. I N S T R U C T I O N S
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Workshop n°3 : Forum Theater A I M
To examine ways of managing other people’s emotions and improving one’s emotional intelligence through theater.
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70 minutes
2. Introduction A series of short theater exercises aimed 1. Warm up at bringing the participants closer to the Short warm ups aimed at helping the focus of the session: participants feel comfortable with each other, and with expressing emotions in - The facilitator places 6 pieces of paper front of each other, as having this kind of in the corners of the room, and each paatmosphere, safe environment and trust per has a word of emotion written on it: is crucial when the participants will later anger, disgust, fear, happiness, sadness, be asked to present parts of their perso- and surprise. nality and motions: The participants are asked to choose one piece of paper where they need to go - The participants stand in a circle and are and let themselves go deep into the emoasked to turn to their right and put the tion written there and show/demonshands on the shoulders on the persons trate it visually, like a statue, and without in front of them. Then, they are asked to speaking. massage this person for a minute. The Discussion why they chose to demonssame action is repeated by asking them trate that emotion. (5 min) to turn to their left. (2 min) - Image theater: The participants are di- Participants are divided into smaller vided into four groups and given by the groups and form small “trust” circles, facilitator a piece of paper with a word with one participant of each group stan- written on it. ding in the middle of the circle. S/he is Then the participants have few minutes asked to close eyes, fold hands, relax, to prepare and together make a still and slowly start leaning to one side, and image/sculpture of that word, and the the friends around in the circle need to other groups need to guess the word gently push her/him from one side to (possible words: (1 round) confusion, another to prevent her from falling on affection, satisfaction, dissatisfaction, the ground. The person in the middle of depression (2 round) euphoria, indiffethe circle needs to trust their friends that rence, pain, shame, pride. (15 min) they won’t let her/him fall down. Several participants change turns in stan- - As a continuation of the previous exerding in the middle of the circle. (5 min) cise, the facilitator asks few participants The session is divided into three stages:
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of the “Pride” image to stay as they are, demonstrating pride, and explains that now s/he is going to say different words, and that the rest of the participants are invited to join the “Pride” image in order to demonstrate the new word. For example, the facilitator says the word “smile”, and a participant positions himself/herself in the image making a sculpture of a person smiling. Whenever the facilitator says a word, a participant needs to join the image and demonstrate that word. Other words announced by the facilitator: help, domination, loneliness, aggression, bravery, panic, guilt, freedom, power, fear, authority, self-confidence, curiosity, love, pleasure, friendship, life. (5 min) - Modelling: One person has the task to arrange the participants in a way to make a sculpture representing oppression – bullying at school. This is the REAL image. Then the facilitator asks the participants within the image to change so that the oppression is gone, creating an IDEAL image. Finally, the facilitator asks them to repeat the change again, but this time it needs to be a slow-motion transition from REAL image to IDEAL image. The audience may suggest things in order to make the transition as realistic as possible.
3. Performance The facilitator explains to the group that s/he will set up an improvised Forum theater. Asks for 3 volunteers to take the roles of a protagonist, antagonist and accompanying character. Explains that the facilitator will be the Joker and the rest of the group will be the audience. Informs the group that the scene is a room in a youth center. Briefs the volunteers as follows, and then ask them to improvise the scenes: • First scene: The protagonist and his friend (the accompanying character) play table football, and at one moment the protagonist unintentionally breaks the table football. The youth worker (the antagonist) in charge comes to them and starts yelling, blames the protagonist for the damage and expels them from the youth center. The protagonist tries to defend himself a bit, but the youth worker doesn’t want to hear. • Second scene: 3 days later, the protagonist and his friend return to the youth center. But the youth worker is standing at the entrance and doesn’t allow the two to enter, saying that he doesn’t want to see more problems and broken things inside, displaying inappropriate behavior toward the protagonist (e.g. invasion of personal space, various forms of intimi-
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dation and acting in offensive way). The Reflection: Before the reflection quesprotagonist starts an argument with the tions, the facilitator reminds the particiyouth worker, while the friend is silent. pants that we are not trying to find only one answer. Once the improvisation of the scenes is finished, the joker says to the audience we • What is the desire/will of the antagowill do this again, and if you would do nist? something different than what the pro- • What is the desire/will of the protagotagonist (not the antagonists) is doing, nist? stand up and yell stop. The protagonist • Can this happen in the real life? will then sit down and the audience • What could the protagonist have done member is invited forward to show their differently? solution to the moment and to continue • What do other people in the scene improvising in order to improve the si- think? tuation. The Joker continues to invite • What can be done to change the situainterventions from the audience, discus- tion? sing the impact of each intervention with • What can you do in your own life to the group, until the audience consen- help ensure you will not be in the same sus is that the situation has improved. If situation as the main character in this perany of the interventions are beyond the formance? What advice would you give boundaries of reality (e.g., a person ma- your own friends or family faced with a gically produces a phone or something similar situation? quite unrealistic happens, the Joker, or • What is at the root of the problem/opa member of the audience, can call “Ma- pression? gic”. If the rest of the audience agrees • What part of the system is supporting that the intervention was “Magic”, the the problem/oppression? The state, law, person intervening must find an alterna- institutions or rules of society? tive approach. • Oppression produces a myriad of powerful emotions, in which part were Once the intervention is performed, the the emotions most intense? audience invariably applauds, and the • If you could choose one word of some Joker, in the stage of reflection, invites emotion to describe this session, what the audience to discuss the proposed so- would it be? lution, and to offer even more solutions.
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Workshop n°4 : Diary A I M
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The aim of the task is the participant to become aware of their own needs, emotions and the most comfortable place for themselves.
At the beginning of the project give a piece of paper to the participants with questions about the day (cf. Annex 1). The purpose of this paper is to be diary and personal. It is up to the participants if they want to share this diary at the end of the project with the facilitators or not.
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20 minutes
question on the paper You can found an example of the diary paper can be found in Annex 1.
At the end of the project, ask participants to read their dairies and understand the needs behind the emotions and the most Every day after the sessions ends, in the comfortable position in which they are free time participants should answer the sitting writing the diary.
Workshop n° 5 : Who is the most important person in your life? A I M
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The aim of the task is the participant to become self-aware about themself. That they are the person that matters most in their life.
Inform the participants that this will be a tough task for them. Next, ask them to calm and take a breath deeply.
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60 minutes
with the answers explain that now they will reveal to themself. Each person will be blinded and taken in front of the mirror. The space with the mirror should be quiet and empty. Before entering this space tell to the person that inside will see the most important person in his/her life. After this give the participants time for self-reflection.
Ask them to think about the most important person in their life? When they will have the answer ask them to write it down on a piece of paper. Next, ask the participants to write down why this perThrough this activity, participants will unson is the most important in their life. derstand that the most important person Now, after all the participants are done in life is themselves.
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Workshop n° 6 : Role Play A I M
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The aim of the activity is participants to go through mediation process as tool for conflict management.
Role I: Mediator The description of the case is as follow: George is against his neighbour Nina, who lives in the flat above his (one floor up). He placed a call to the mediation centre. He declared that Nina plays piano loudly and late in the night. Nina declared that George offended her. Both agreed to visit the mediation centre. Role II: Nina You agreed to visit a mediation centre because you want to resolve the conflict with your neighbour, George. You state that George offends you by knocking at the ceiling (your floor). By doing that, he interrupts your playing and that is also why some of your vases are broken. You are angry with him because he does not respect your profession. You are a musician and a teacher. You consider that you have the same professional rights that he has.
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60 minutes
Please, do not bring additional and/ or new details into your role. Role III: George You are nervous because of your neighbour’s behaviour, Nina, who lives in the flat above yours. Every morning you must go to work, and therefore you need to have good sleep at night. She plays her favourite music loudly all night long and thus forces you to listen to it. You are angry with her. You think, that when you knock at her floor (your ceiling) with a stick, you communicate your negative emotions quite clearly. You think your protest was ignored, because nothing has changed in her behaviour. You gave a call to the mediation centre in order to make an appointment. You want to visit the centre and resolve this conflict. You may choose any profession. Please, do not bring additional and/ or new details into your role.
Discussion: Ask the participants: 1. How do they feel about the instruction to do not bring additional and/ or new details into your role? 2. What is the role of the mediator? 3. What are the phases that they have been through?
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From the International Erasmus+ Training Course 15-23 Oct 2019, Struga, North Macedonia Photo by Lukas from Pexels
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ANNEXS
Annex 1: The Diary (Workshop n°4)
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Date: 1. How do you feel today ? Did you experience something new? What was it?
2. What triggered your emotions?
3. Describe the place and your seating position writing this piece of paper.
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4/ ANNEXS
Annex 2: Emotional Intelligence Test
The following two questions determine 5. I maintain a sense of humor at appropriate your emotional reactions. times and in appropriate places, without using sarcasm or hurting the feelings of others. A. Strongly Disagree 1. When criticized, I: A. Ignore the criticism B. Disagree B. Listen and learn C. Neither Agree nor Disagree D. Agree C. Become defensive 6. I am able to see things from another perD. Get angry son’s perspective. Give yourself 3 points for A, 4 for B, 2 for C, & 1 for D. A. Strongly Disagree B. Disagree 2. In a difficult situation, I: A. Get scared C. Neither Agree nor Disagree B. Retreat if possible D. Agree C. Maintain a positive attitude 7. I recognize how my behavior affects others D. Let others take the lead Give yourself 1 point for A, 2 for B, 4 for C, and 3 for D. emotionally. A. Strongly Disagree B. Disagree Your score for this section: ______ C. Neither Agree nor Disagree D. Agree Responses When faced with situations, we react emo- 8. When I have a complaint, I am capable of expressing it properly. tionally. A. Strongly Disagree 3. When pursuing a goal, I am able to manage B. Disagree C. Neither Agree nor Disagree anxiety, anger, fear, and stress. D. Agree A. Strongly Disagree B. Disagree 9. I listen to others with patience and undersC. Neither Agree nor Disagree tanding. D. Agree A. Strongly Disagree 4. I am able to use feedback and criticism to B. Disagree C. Neither Agree nor Disagree grow personally and professionally. D. Agree A. Strongly Disagree Give yourself 1 point for each A, 2 points for each B, B. Disagree and 3 points for each C, and 4 points for each D. C. Neither Agree nor Disagree D. Agree Your score for this section: ______
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4/ ANNEXS
When presented with a situation, we can 14. Your friend tells you her mother has died. describe our emotional reaction. The fol- Your response is to . . . lowing questions help you do so. A. Allow your friend to express her emotions and offer your support 10. I have a great deal of discipline and I am B. Convince your friend to go out somewhere self-motivated. with some friends to get her mind off of her A. Never loss B. Sometimes C. Give your friend some time alone C. Often D. Spend time with her, but avoid talking D. Always about her loss 11. In stressful situations, I do not get irritated easily and I am able to contain my emotions. A. Never B. Sometimes C. Often D. Always 12. Even if I believe I am right about something, I make an effort to listen to other people’s viewpoints. A. Never B. Sometimes C. Often D. Always
15. You are faced with an unpleasant task. Your response is to . . . A. Make a plan and work on the task a bit each day B. Put completion of the task off until the last minute C. Get the task over with as soon as possible D. Not do the task at all
16. You find yourself involved in a heated discussion. Your response is to . . . A. Ask for a short break before resuming the discussion Give yourself 1 point for each A, 2 points for each B, 3 B. Give in and apologize because you want to points for each C, and 4 points for each D. end the argument C. Insult the other person Your score for this section: ______ D. Get quiet and stop responding to the other person
Situations 17. Although you work hard on an assignNow we are going to look at some situa- ment, you get a bad grade. Your response is tions and determine how you would react. to . . . A. Think about ways you could have improved 13. Two of your friends are having an argu- your work and received a better grade ment. Your response is to . . . B. Confront the teacher, asking for a better A. Try to help each one understand the other’s grade one’s point of view C. Feel disappointed and criticize your own B. Avoid both of your friends until they quit work fighting D. Decide the class is stupid and stop putting C. Choose a side and bad-mouth the other working hard on assignments person D. Let both of them vent their emotions to you
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18. Your friend at work has an annoying habit. Every day it seems more annoying and worse. Your response is to . . . A. Tell your friend about her annoying habit and why it bothers you B. Make a complaint to her supervisor C. Talk about your coworker’s annoying habit to others D. Suffer silently 19. You are already involved in many tasks and projects and feel overworked when your boss assigns you big new project. You feel . . . A. Worried that you will never get all the work done B. Completely overwhelmed by the task before you C. Angry at your boss because he has not noticed how overworked you are D. Deeply depressed and sure you will never Now add up all of your points to see finish it all Give yourself 4 points for each A, 3 points for how high your emotional intelligence each B, 2 points for each C, and 1 point for is. Put your score here _____. each D. 20. You work hard on a project and the person with whom you are working publically takes credit for work you did. Your response is to . . . A. Immediately and publicly confront the person about the ownership of the work B. Take the person aside and tell them you want them to credit you when talking about your work C. After the person finishes speaking, thank her immediately for sharing your work and then give the group more details D. Do nothing Give yourself 2 points for A, 3 points for B, 1 point for C, and 4 points for D. Your score for this section: ______
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Results
If your score is between 40 and 48: Your emotional intelligence is a bit low. You probably struggle to manage your emotions in high pressure situations or when you get angry. You have some work to do to improve. Begin by trying to express your emotions after you are calm. Our section on developing your emotional intelligence will help you a great deal. If your score is between 48 and 60: You fall in the middle range when it comes to your emotional intelligence. Although you are responding appropriately in most situations, your still find yourself losing it sometimes. You also get impatient with others and are sometimes uncomfortable in emotional situations. Don’t worry. Our section on developing your emotional intelligence will help you reach a high level. If your score is between 60 and 68: Although you score relatively high, you do have room for improvement. Watch the reactions of others to determine when you are using your emotional intelligence effectively and when you are not. Objectively looking at social and personal situations where emotions run high and analyzing your success will help you improve your already high emotional intelligence even more. If your score is between 68 and 80: You have extremely high emotional intelligence. You are skilled at understanding, interpreting, and acting appropriately upon your emotions and those of others. You deal effectively with emotional and social situations and conflicts, and express your feelings without hurting the feeling of others.
Source: Emotional Intelligence Test. 10.04.2019. https://icebreakerideas.com/emotional-intelligence-test/
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Emotional intelligence and conflict managment
This first training course of the project ‘GET UPDATED: PROJECT FOR PROFESSIONAL DEVELOPMENT OF YOUTH WORKERS’ is organized and hosted by FAYO FOUNDATION from the United Kingdom, in partnership and collaboration with ASSOCIATION FOR VOLUNTEERISM VOLONTERSKI CENTAR SKOPJE from Macedonia, as well as in partnership with: ASSOCIAZIONE ATTIVA-MENTE from Italy BULGARIAN YOUTH ASSOCIATION from Bulgaria MEDIA TERRA NEA ASTIKI MI KERDOSKOPIKI ETAIRIA from Greece MAAHANMUUTTAJIEN TYÖ, KOULUTUS JA KULTTUURI RY from Finland ASOCIATIA YOUNG EUROPE SOCIETY from Romania ASOCIACION MUNDUS –UN MUNDO A TUS PIES from Spain NATURKULTUR E. V. – ZWEIGSTELLE BREMEN from Germany HANG-KEP KULTURALIS EGYESULET from Hungary PUNTLAND DIASPORA FORUM from Sweden UDUG ASSOCIATION from Ireland MLADI ZA MAROF from Croatia SEMPER AVANTI from Poland HORUSOCOD from Norway
CONTACT VOLUNTEERS CENTRE SKOPJE OFFICE & POST ADDRESS: Emil Zola st. 3/3-1 1000 Skopje - Republic of Macedonia TEL/FAX: +389 22772095 E-mail: vcs_contact@yahoo.com Web: www.vcs.org.mk
FAYO FUNDATION OFFICE & POST ADDRESS: Swarn House, 296 High Street, London, W3 9BJ - United Kingdom TEL: +44 (0)20 8800 6286 E-mail: info@fayofoundation.org Web: www.fayofoundation.org